“We Do It, but They Don't”: Multiple Categorizations and Work Team Communication

The present study adopted an intergroup approach to information sharing and ratings of work team communication in a public hospital (N = 142) undergoing large-scale restructuring. Consistent with predictions, ratings of communication followed a double ingroup serving bias: while team members reported sending about the same levels of information to double ingroup members (same work team/same occupational group) as they did to partial ingroup members (same work team/different occupational group), they reported receiving less information from partial ingroup members than from double ingroup members and rated the communication that they received from partial ingroup members as less effective. We discuss the implication of these results for the management of information sharing and organizational communication.     

“We Do It,but They Don't”: Multiple Categorizations and Work Team Communication

The present study adopted an intergroup approach to information sharing and ratings of work team communication in a public hospital (N?=?142) undergoing large-scale restructuring. Consistent with predictions, ratings of communication followed a double ingroup serving bias: while team members reported sending about the same levels of information to double ingroup members (same work team/same occupational group) as they did to partial ingroup members (same work team/different occupational group), they reported receiving less information from partial ingroup members than from double ingroup members and rated the communication that they received from partial ingroup members as less effective. We discuss the implication of these results for the management of information sharing and organizational communication.     

Testing the Connectivity Paradox: Linking Teleworkers' Communication Media Use to Social Presence,Stress from Interruptions,and Organizational Identification

Scholars emphasize the importance of rich communication media for the development of Teleworkers' organizational identification, but tests of these relationships have produced inconsistent results. The connectivity paradox helps explain these findings. The paradox suggests that Teleworkers' connectivity to others through communication media facilitates remote work by affording greater social presence, while also negating the benefits of telework by enabling stressful interruptions. These outcomes of connectivity may benefit and detract from identification. We propose a model linking the core features of the connectivity paradox to organizational identification. Teleworkers and office workers were surveyed, and a multigroup path analysis was utilized. Results indicate that connectivity increases stress from interruptions and indirectly diminishes Teleworkers' identification.     

Cultural Identity Tensions in a Post-Acquisition Organization A previous version of this paper was presented as a “Top Paper” at the annual convention of the International Communication Association,New Orleans,May 2004.

This study examines the problems associated with cultural integration in the aftermath of a corporate acquisition. Based on focus groups and one-on-one interviews with members of a post-acquisition organization (PAO), the results reveal three identity tensions used by organization members to reconcile conflicting pulls toward identification and disidentification: collaboration/competition, assimilation/autonomy, and consensus/command. Findings indicate that members across the four sites of the PAO reconcile these identity tensions differently, resulting in more evidence of disidentification at the two sites that had been acquired by the larger organization, than at the other two sites which had been long-standing locations of the acquiring organization. Implications are discussed relative to cultural and identity issues during periods of organization mergers and acquisitions.     

Cultural Identity Tensions in a Post-Acquisition Organization

This study examines the problems associated with cultural integration in the aftermath of a corporate acquisition. Based on focus groups and one-on-one interviews with members of a post-acquisition organization (PAO), the results reveal three identity tensions used by organization members to reconcile conflicting pulls toward identification and disidentification: collaboration/competition, assimilation/autonomy, and consensus/command. Findings indicate that members across the four sites of the PAO reconcile these identity tensions differently, resulting in more evidence of disidentification at the two sites that had been acquired by the larger organization, than at the other two sites which had been long-standing locations of the acquiring organization. Implications are discussed relative to cultural and identity issues during periods of organization mergers and acquisitions.     

公共文化服务视域下贵州数字图书馆的社会价值及其实现

公共图书馆的基本服务是公共文化服务体系的重要组成部分。贵州数字图书馆的建成使用很好地发挥了其在文化建设中引导社会、教育人民和推动发展的功能,凸显了公共图书馆在实现资源共享、推进学习型社会建设、开展普遍均等服务、传播先进文化、提高全民素质以及促进社会和谐等方面的社会价值。     

Connection,Restructuring, and Buffering: How Groups Link Individuals and Organizations

Research examining the individual–organization relationship has largely ignored the linking role of groups. Grounded in Scott, Corman, and Cheney's (1998) structurational model of organizational identification, we analyzed data obtained from members of groups embedded in a large religious organization. Results revealed three primary ways groups link individual members and the organization via identification. The connection function provides members with local copresent linkages to the organization and an environment in which to express their connection/relationship to the organization. The restructuring function enables members to restructure conflicting individual and organizational identity structures. The buffering function enables members to disidentify with a portion of the organizational identity and still maintain a sense of organizational identification.     

图书馆组织服务导向与服务质量的关系研究

图书馆组织服务导向是一种基于馆员激励视角建立强化服务传递方案及奖励优质服务而形成的特定组织氛围,是影响服务质量的重要因素。论文对4所高校图书馆的245名馆员进行问卷调查,采用SPSS和AMOS对数据进行因子分析,不仅发现图书馆组织服务导向具有服务匹配、领导引导、服务支持和服务行为评估与奖励四个因子,还发现,馆员感知的组织服务导向对用户感知的服务质量有正向影响,且组织服务导向的不同因子对服务质量的影响存在差异性。基于此,进一步提出图书馆服务导向策略构建的思路。     

基于组织公民行为理论的图书馆服务质量管理

本文分析了组织公民行为的概念、内涵及其对图书馆服务质量管理的影响和作用,认为要提高图书馆服务质量,重视馆员的组织公民行为,提出了激发馆员组织公民行为的对策。     

Living Library组织模式与核心理念对图书馆创新的启示

Living Library是在图书馆的组织下,由特定用户担任Living Book并与其他用户交流从而分享知识和智慧的服务理念与服务方式。Living Library的核心理念是让用户服务用户。Living Library活动的实现需要经历宣传Living Library、招募和组织Living Book、提供Living Book借阅、评估Living Library 4个步骤。LivingLibrary经过10多年的发展,取得了良好的成效,为图书馆服务理念创新带来了启示。     

Communication and Social Exchange Processes in Community Theater Groups

This study explores the communication experiences of two volunteer groups involved in the production of community theater musicals. Based on social exchange theory, it examined what group members perceived to be the positive benefits (primarily meeting people and having an opportunity to perform) and the negative costs (primarily disorganization, lack of coordination, and time issues) of participating in the groups. The study found that peer support and opportunity for social interaction, along with positive audience response, were the best predictors of positive reactions to their experiences and commitment to the show and community theater in general. These results provide insight into social exchange theory in group settings and can be applied to other community theater groups, as well as other volunteer organizations.     

Communication and recovery: Structuration as an ontological approach to organizational culture

This inquiry focuses on the world's largest and most successful group of Alcoholics Anonymous. It adopts Giddens's theory of structuration as a framework for studying the deeply layered social interactions within the organization. Ethnographic data were analyzed by means of an interpretive interactionist methodology. The results indicated that the organization is a “disembedding mechanism,” in which structures from the global organization are disembedded by the founder, transformed, and recreated in the local organization. The alcoholic self is both agent and outcome as it evolves through recursive group practices and individual actions. As used in this study, the structurationist perspective on organizational culture provides a fuller understanding of the ways in which organizations are created and sustained through interaction, as well as the significance of their historicity and cultural contexts, and can help guide future research on organizational culture.     

中外图书馆联盟组织文化管理模式比较研究

文章阐述了组织文化对图书馆联盟的重要意义,从物质层次、行为层次、制度层次、精神层次上界定图书馆联盟组织文化管理的构成要素,以国内外高校、公共、科研、跨系统4类图书馆联盟为调查对象,总结各自的优势与不足,提出了人际关系模式和层级管理模式两种适合我国图书馆联盟的组织文化管理模式。     

基于组织合法性与社会化行为的文件形成机制研究

组织文件在传统认知中被视为组织事务的客观记录,而近年来的研究却表明其形成涉及诸多社会因素,其本质是社会建构的产物。本文提出一个宏观与微观相结合的解释框架,对具有社会建构性本质的组织文件形成机制进行综合解释,宏观解释层次基于组织合法性视角,微观解释层次基于组织成员的社会化文件形成行为。宏观层次的解释路径包括组织文件是组织合法性的承载物、象征物与建构性资源。微观层次的解释路径则指出组织成员的社会化行为包含两个层次：一个层次是组织成员通过惩罚、模仿和规范学习机制对于社会化文件形成行为的习得过程;另一个层次是组织成员在文件形成过程中采取的迎合、回避、选择等具体策略。     

关于图书馆服务文化的思考

文章阐述了现代图书馆服务文化的内涵,并就如何加强图书馆服务文化建设提出了几点建议。